Human Resource Management is responsible for facilitating the overall goals of the organization. Recruitment is the first step in building an organization’s human capital. Finding hiring people to fill job openings at an organization. This involves job requirements, sourcing qualified candidates, screening and selecting finalists and negotiating the terms of employment.
Full-cycle recruiting refers to the entire recruiting process. It often describes a recruiter or HR person who complete the recruiting process. The full cycle recruiting steps include the following:
- Taking the hiring manager’s job requisition
- Developing a clear job description and identifying must-haves and nice-to-haves for the new hire
- Placing a listing for the role on job boards, advertising the opening on social media, or sourcing candidates
- Screening candidates and preparing the hiring manager to interview them
- Presenting an offer to finalists and negotiating its details with them
- Preparing the hire to start the job
“Nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies.”
– Lawrence Bossidy, Former COO of General Electric
Recruitment is the process that links employers with the employees. Employing the right people for your business is an important part of the organization. Having a good recruitment process is essential to attract the right employees for your organization’s needs. The process should be cost-effective as well as time effective which involves searching, interviewing, hiring and training to make the search for the candidates much more efficient.
Recruitment process comprises six stages to create an effective recruitment process:
- Recruitment Planning
- Sourcing Candidates (Searching)
The first stage of the recruitment process is Recruitment Planning, it involves drafting a comprehensive job specification for a vacant position, outlining the minor and major responsibilities, the skills, experience, and qualifications needed.
Searching, the second stage for the recruiting process, it involves attracting job seekers to the organization. There are two sources used to attract candidates: Internal Recruiting and External Recruiting. Internal Recruiting is when the organization looks to fill the vacancy from within its existing workforce. While External Recruiting is when the organization looks to fill the vacancy from any suitable applicant outside the business.
Screening is a type of job interview that’s conducted to determine if the applicant has the qualifications needed to do the job for which the company is hiring. It includes a brief review of the candidates’ background and a list of questions designed to determine if the candidate is viable for the position. The results of the screening interview will determine if the candidates move to the next round of the interview process.
The selection process is the process of choosing from a group of applicants that is suited for a particular position and for the organization. Selection testing will trim your recruitment pool, but likely to narrow your list of candidates to further establish a reasonable number for interviews.
The hiring process, when the recruiter found the right candidate. During the hiring process, the HR Manager uses the following steps to determine the best possible fit for the job:
- Review of Job Applications
- Test Candidates
- Interview Selected Candidates
- Choose candidates based on predetermined selection criteria
- Perform background and reference checks
- Send selected candidates for a health check
Onboarding is the process of bringing a new staff member on board at a new place of work. It involves completing all the necessary documentation and steps involved in preparing the employee to commence work.
“The competition to hire the best will increase in the years ahead. Companies that give extra flexibility to their employees will have the edge in this area.”
– Bill Gates, Founder of Microsoft Corporation
Social media is important in the recruitment world and is growing all the time and it can become handy when it comes to identifying skilled professionals in the field and establishing a connection. Here are some social media recruitment strategies for 2019.
Establish your Company’s Online Reputation
Millennials mostly use online to look for information. The key to effective recruitment is being active online and establishing yourself as the authority in the respective field. Building social media presence while keeping the relationships with customers can be used to accomplish a wide array of goals and potential employees tends to look more active on certain channels.
Connect with the Right People
Take your social media to the next level, start connecting with the right people. Having people willing to connect with is effectively an endorsement of your professional capability. Establishing connections and interacting is an important element of the process.
Use Live Video Streaming
Using social media apps gives you innovative opportunities to gain audiences and professionals in the industry.
Use the Right Hashtag
Hashtags increase the scope of your message on social media. Using hashtags can increase awareness and engagement. It is an effective way to build your brand via promotional material and generating interest for your business. Hashtags aren’t just good for brand building and engagement—they can also help you find a target audience as well. Leveraging popular hashtags can get the attention of a different audience.
96% of recruiters use LinkedIn to source for candidates. LinkedIn is an important part of being a full-fledged professional in any industry. It is highly important for job seekers to learn how to utilize LinkedIn effectively and attract recruiters to their profile.
Add Instagram to the Mix for a Bit of Fun
Bring a bit of fun to the table when trying to reach millennials. Since this generation has much more specific needs and preferences than its predecessors. A fun corporate profile can make it a lot easier to connect with people.
Get Employees to Help
Using social media is all about maximizing your reach and spreading the message like sharing a recruitment ad or publication via using their individual social media profiles. To have a better result, it is better to have other teams in the respective departments get involved in the process. Setting guidelines for a corporate social media policy will make it much easier for workers to get the right media message without impacting the brand reputation in a negative way.
Social Media Advertising
Using social media advertising in recruitment has the following benefits:
- Increases Job Visibility – Social network has an incredible platform for identifying and recruiting talented individuals.
- Higher Quality Candidates – Recruiters who recruit via social networking sites tend to get high-quality candidates because most people on social media are tech-savvy, where it is a fundamental requirement to land any job in today’s marketplace.
- Better Employer Brand Awareness – Social recruiting is effective, finding your ideal candidate, but also increasing the visibility of your brand. Brands having a strong social media presence is much more trustworthy.
- Reduce Cost of Hire – Recruitment costs via social media are extremely cheap. The value of hiring via social networking platforms makes it extremely cheap.
- Open the Door to Engagement – A brand can benefit from a social media post of a job opening. Social media page gets more engaged when an individual seek more information regarding the job opportunity.
- Allows you to Target your Vacancies more – Social recruitment has the ability to laser-target certain groups of people for the available vacancies.
- Screen your Candidates – Potential employers check out candidates on social media. Screening potential employees ensure that you work with those people who align with the company values and culture.
- Shortens Hiring Time – Social Networking Sites make it easy and fast to communicate with candidates, and it also them to respond faster.
Recruiters employ various tactics to bring the best talent to their organization. Recruitment is a positive process where a pool of prospective employees. Recruitment strategies are what determine the quality of an employee hired for an organization.